Value Alignment

Starbuck's Value AlignmentAligning organizational values with the organization’s actual plans and actions provides a formula for success. Decisions made through the planning process are more effective if the values of the organization are a part of the process. The values of Starbucks are the core of daily operations of the organization. Oftentimes, organizational values are aligned with the personal values of the customers, defining the social responsibility of the organization. Team C analyzes personal and workplace values, explaining how these values correlate to the actions and behaviors of the Starbucks organization. Analyzed Origins and Evolution of Personal and Workplace Values A company’s core values are the foundation for success of their business. The business does require a good product, placement, people, and promotion, but at the heart of the company are the values and principles it believes in. Starbucks formulated its Mission Statement and Guiding Principles in 1990 and are the roots of its culture and serve as the guide for its partners. At the core is the philosophy of being truly committed to holding each other accountable for their actions. This is supported by a communication system that is designed to give everyone a voice. This provides ownership at all levels and a responsibility for all employees to be a part of the success.

The six Guiding Principles outline the values that Starbucks works toward achieving. First, provide a great work environment and treat each other with respect and dignity. The second principle is to embrace diversity. Third, apply the highest standards in purchasing, roasting, and fresh delivery of coffee every day. The fourth principle is to develop enthusiastically satisfied customers. As a fifth principle, Starbucks contributes positively to the communities and the environment. Last, recognize that profitability is essential to success. These values are the...

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**INTRO**
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Values, Actions, and Behaviors, and the Alignment Between Your Values and Actions and Behaviors
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Describe how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes.
Discuss how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem-solving.
Identify a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes.
While GCU style format is not required for the body of this assignment, solid academic writing is expected and in-text citations and references should be presented using GCU documentation guidelines, which can be found in the GCU Style Guide, located in the Student Success Center.
This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.
Organizational Values Presentation (Benchmark Assessment)
1
Unsatisfactory
0.00%
2
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75.00%
3
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This case analysis discusses the findings in the article ‘Avoiding the Alignment Trap’, where even though most companies are aware that IT must be aligned with business strategy in terms of aligning IT expenses with revenue growth, over 11% of companies that align IT with business strategy spend more than 13% on average on IT expenses with a resulting of less than 14% average in revenue growth. The objective of this case analysis is to recommend a governance arrangement that will lead most companies that are currently have less effective IT alignment with business alignment to IT-enabled growth where the cost of IT more than compensates with the revenue growth of the company. The recommendation is to adopt a Duopoly governance arrangement where both the CEO and CIO make decisions, form a committee to oversee IT decisions and business strategy decisions made by these leaders, and ensure adequate decision making and monitoring of performance based on IT and business-related decisions. The ISO 38500 can be used as a framework to monitor these decisions and evaluate IT decisions based on their effectiveness, alignment with overall strategy and the value they bring to the organization.
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According to the Jungian Personality assessment my personality is that of an ENTJ which It calls as The Executive. It defines me as a natural born leader, a take charge person. It says I am self confident, forceful, and decisive with a dynamic presence and excellent verbal communication skills. I am also an extrovert gifted with a great deal of personal power. As an assertive, innovative long range thinker I am able to translate theories and possibilities into solid plans of action. And I usually possess the tools to achieve the goals of my aspirations. It tells me that I must work on not being overbearing to the extent of totally disregarding others’ opinions and feelings in order to not alienate people and miss out on important info as well as their collaboration and support.
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Page 1
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